In this article, we present a case study of partnership with an international product company that decided to start recruiting IT specialists in Poland. Our tech recruiter supported the client not only in employment work, but also in process optimization and providing expert knowledge of the Polish and European IT market.
Scope of work when recruiting IT specialists in Poland
Our client is a product company with origins in the US. Despite this, they are interested in developing and growing in the European market, as there are many high-level IT professionals in this region. After considering several locations in Europe, the company has decided to establish an IT hub in Poland. This decision was based on several reasons, including:
- Access to a talented pool of tech candidates: Poland has highly skilled and educated IT employees, with many technical universities and institutes producing a large pool of skilled IT professionals each year.
- Competitive costs: Compared to other countries in Europe, Poland offers a lower cost of living and lower labor costs, making it an attractive location for setting up an IT hub.
- Favorable business environment: Poland is known for having a pro-business environment, with a stable political climate. These factors can make it easier and more cost-effective to set up and operate a business in Poland.
You can learn more about it from our article:
Humeo actions
At the beginning of the cooperation, our tech recruiter was mostly in constant contact with the Director of HR of our Client, but as our partnership with the US client was developing, the recruiter’s contact expanded to:
- Senior Director of Engineering,
- VP HR,
- Tech Leaders,
- Many other international technical employees.
As usual, with our client we also shared our knowledge about the Polish IT Market. Our Team of experts has:
- Done the market mapping, focusing on the tech stack interesting for the client,
- Advised on the best location to open new entity,
- Advised on local recruiting strategy,
- Provided the salary benchmark and proposed optimal salary levels,
- Depicted possible way of hiring with pros and cons,
- Was involved in advising on employment contract.
Additionally, we ensured our client with information about IT salary trends and popular benefits in Poland. All of this was done so that our foreign client could match the available options to their needs and the needs of the candidates we supplied. Most importantly, by taking a look at market rates, our client was able to offer candidates attractive salaries.
Roles involved in the project of recruiting IT specialists in Poland
After proper implementation and development of a common line of communication, we proceeded with strictly employment activities. The first recruitment involved three different roles and four vacancies:
- 1 Tech Lead,
- 2 Java Developers,
- 1 QA Engineer.
Taken by us actions went so well that immediately after closing the recruitment for the first team, we were asked to build a second team consisting of two Java Developers and one QA Engineer. Thanks to our ready to use talent pools and strong network, we were able to form this team in a much shorter time.
Our tech recruiter hired 6 IT specialists within 4 months. The first team was formed in about three months, the second one – in one month.
The candidates that we presented impressed technical people and those in management positions, which is why the cooperation between Humeo and our client has been extended from quarter to quarter and did not end after setting up the two above-mentioned teams.
Additional recommendations from our Recruiter
During the work for the above-mentioned roles, our recruiter also proposed some solutions for streamlining the recruitment process. For instance, if there were some questions in any additional stage of the recruitment process that could be asked by our recruiter, she proactively proposed that she could do that during her interview with candidates. Thanks to this, the process has been going faster.
The second important streamlining was in giving the feedback after the interview. Thanks to constant contact with technical employees and hiring managers, our recruiter was able to give the candidates extended and fast feedback.
Candidates’opinions
Even those candidates who did not pass the various stages or rejected the offer were pleased with our tech recruiter for a well-conducted process and for taking care of every element of the recruitment. Moreover, our recruiter is still in contact with many of them to strengthen the network.
The key to success when recruiting IT specialists in Poland for a product company
In messages to candidates, our technical recruiter focuses on making them as clear, transparent, and most importantly, specific as possible, so that the candidate knows the most important elements of the offer from the beginning.
Messages are divided into specific paragraphs:
- Personalization,
- Company and project description (including tech stack)
- What we offer (salary, form of employment, benefits)
- Numbers to choose with sample answers in case of rejection of the offer – so that the candidate does not have to elaborate if they don’t feel like or have time 😉
The fact that the message is specific and clear makes the candidates want to write back and know right away whether they are interested or not in participating in the process. Personalization is also important. Our recruiter admits that she has received many responses appreciating that she has read the candidate’s profile and that her offer actually fits their profile – this also encourages responses and participation in the recruitment process.
Of course, you can’t forget about the terms and conditions offered by our client – distinctive benefits and an attractive pay rate are also very important factors.
Summarizing of partnership (Humeo & the US Client)
Our client’s openness in communication, active feedback (given and taken), willingness to help, and being specific – these are qualities that are definitely evident in the people we’ve had the opportunity to work with so far. And all of that in an international environment. Thus, communication turned out to be crucial, without which the results of our partnership would not have been so fruitful.
It is also important to present data skillfully and regularly – we had to show the client how the local market works, which made it possible to set attractive salaries and match Polish realities. Other than that, we simply have to do „our job” and assure the client and candidates about it through regular updates.
